International Journal of Humanities and Social Science
Vol. 2 No. 5; March 2012
IMPACT OF INTER-UNION CONFLICT ON INDUSTRIAL HARMONY: A STUDY OF TERTIARY
HEALTH INSTITUTIONS IN CROSS RIVER STATE, NIGERIA
BASSEY, ANTIGHA OKON (Ph.D)
Department of Sociology
Faculty of Social Sciences
University of Calabar
P.M.B. 1115 Calabar, C.R.S. Nigeria
OJUA, TAKIM ASU (Ph.D)
Department of Sociology
Faculty of Social Sciences
University of Calabar
ARCHIBONG, ESTHER PATRICK
Department of Sociology
University of Calabar
Calabar
BASSEY, UMO ANTIGHA
Unified Local Government Service Commission
Calabar
Abstract
The study was carried out to determine the impact of inter-union conflict on industrial harmony. University of
Calabar Teaching Hospital and Federal Neuro-Psychiatric Hospital Calabar were the only tertiary health
institutions in Cross River State and the total staff strength of the two organizations being 2575 was the study
population. A sample of 266 subjects were randomly sampled. Pearson Product Moment Correlation test was
conducted to test the null hypothesis and it was discovered that “there is significant influence of inter-union
conflict on industrial harmony”. The study recommended removal of salary disparity among unions, review of
enabling law and working conditions among others to reduce inter-union conflict and enhance industrial
harmony.
Keywords: Inter-union conflict, Industry, Harmony
INTRODUCTION
There are two tertiary health institutions in Cross River State, namely; University of Calabar Teaching Hospital
and Federal Neuro-Psychiatric Hospital Calabar. Tertiary health institutions are at the apex of Nigeria health care
system and serve as referral and specialized centres. A tertiary health care institution is a complex organization as
it comprises various formally recognized groups interacting with one another in their daily activities in order to
realize the goals for which it was established to achieve. The harmonious relationship that exists among the work
groups that constitute themselves into industrial unions is very critical to the success of the organization.
In view of the strategic relevance of the inter-group relationship, it became imperative to study and understand if
the dimension and direction of such relationship is conflictual and its impact on industrial harmony which in itself
is a major ingredient that enhance productivity and goal attainment in organization. (Donnelly, Givson,
Ivancevich (1984). The primary objective of this study is to determine if there exists inter-union conflict in
tertiary health institutions and the impact of such conflict on industrial harmony. This is because the capacity of
these organizations to perform their desired function depends on the interplay of internal dynamics such as interunion conflict as it may affect positively or otherwise industrial harmony. As noted in Byars and Rue (1979), if
conflict exists between employee groups, there will likely be distrust, which hinders employee‟s performance and
commitment to duty, thereby influencing organizational output.
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Based on these circumstances and the importance of understanding employee work groups and union relations in
the health system, this study will be significant in revealing conditions which foster inter-union conflict, provide
information on inter-union relations and highlight consequences of conflictual relationship on industrial harmony.
The study will also contribute information on the issue of continuous falling standard of health care delivery,
considering the persistence of industrial actions in the sector, as well as provide solutions in terms of managerial
strategy for ameliorating inter-group and inter-union conflict in health organizations.
CONCEPTIAL ANALYSIS AND REVIEW
Industry: This refers to a branch of economic activity that is devoted to the production of a particular good or
service. The hospital organization is an industrial sector, which at the tertiary level provide services in terms of its
functions of healthcare delivery, training and research. Both the University of Calabar Teaching Hospital and
Federal Neuro-Psychiatric Hospital are commercialized organizations in the health sector of Nigerian economy.
Industrial Union: This refers to a union which organizes all the various trades (professions) in a given industry.
In the tertiary hospital, industrial unions include: Medical and Dental Consultant Association of Nigeria
(MDCAN), Association of Resident Doctors of Nigeria (ARD), National Association of Nigerian Nurses and
Midwives (NANNM), Nigerian Medical Association (NMA), Medical and Health Workers Union (MHWUN)
and Senior Staff Association of University Teaching Hospitals, Research and Associated Institutions
(SSAUTHRIA).
Inter Union Conflict: This is an aspect of intra-organization conflict. It refers to conflict that exists between and
among different industrial unions that co-exist within an organization or sector of an industry. It occurs when a
group or union purposively behave in a way which inhibit the attainment of goal by another group or union.
Industrial Harmony: This refers to a state of relative peace in any industrial organization, which involves;
absence of strikes, and distrust among work groups or unions, peaceful relationship between unions and
management of the organization, as well as employee positive perception of his or her contribution as participant
not as subject within the organization. Industrial harmony is a very critical factor of organizational productivity
and performance.
Industrial harmony in its ideal form, presupposes an industry in a condition of relative equilibrium where
relationship between individuals and or groups are cordial and productive. Sayles and Strauss (1981) noted that
with the inevitable differences among groups within an organization, conflict and differing objectives permeate
modern organizations. This type of conflict prevent the existence of industrial harmony which reflects a state of
organizational instability (Sayles and Strauss, 1981). On the other hand, Hanson (1972) opined that industrial
harmony represents absence of strike by industrial unions in organization which is bound to result in effective and
efficient organization.
Eno (1996) considered industrial harmony as an outcome of industrial relations process in an organization.
Conflict according to him arise as a result of deviation from organizational norms in terms of remuneration,
working condition, safety, professional conduct etc. These variables are located in inter-union relations, as well as
union-management relations. Donnelly, Gibson and Ivancevich (1984) focusing on inter-group conflict in
organization as a major source of industrial conflict and disharmony, noted that management prefers that groups
cooperate and work towards the accomplishment of organizational goals. In this regard, antagonistic relationship
often disrupts the entire flow of organizational process disrupting production and provision of service.
Yusufu (1984) looked at industrial harmony as the absence of industrial discontent, which exists when the
satisfaction derivable from work situation tends to become permanently elusive. Under this condition, employee
groups are unable to adjust to changing work condition and demand of one from the other. When these group
grievances are monitored, channeled and promoted in an organized way, such as by trade unions, they become
trade disputes. Conflictual industrial conditions like; go-slow, work to rule, over time ban, sit-in, work-in, strike
and lock-out may occur. The study examines the impact of inter-group conflict (which may arise as a result of
groups competing for benefits and relative significance) on industrial harmony.
THEORETICAL FRAMEWORK
Conflict theory is derived from the classical work of Karl Marx. The root of conflict is social inequality in the
society.
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Vol. 2 No. 5; March 2012
Social conflict emerged as a result of struggle among segments of society over valued resources. Social conflict is
the outcome of struggle among social groups. This study focuses on inter-union conflict in organizations and its
implications on industrial harmony. The conflict theory is useful for this study as it reveals causes of conflict
among competing groups which industrial unions represents as in the case of this analysis in healthcare
institutions. This study hopes to discover how industrial harmony can be enhanced in the face of possible conflict
between and among industrial unions which conflict theory may be inadequate.
In view of the inadequacy noted above, the study also made use of functional theory in terms of Merton‟s
dynamic equilibrium postulation (Merton, 1968). Health organizations are open-social systems and can be
analyzed using the structural functional theory. Hospitals which are health institutions are formal organizations
with various parts (Departments and Units, as well as work groups and unions). These parts interact in their daily
activities and relate with one another for the hospital to achieve its objectives. These groups are structures within
the hospital and can be studied functionally. Merton (1968) considered function as objective consequences of
pattern of action or activities on the system in which it takes place. In this regard, inter-union conflict is a pattern
of action and industrial harmony is the manifest (expected) function. The theoretical framework in the study
consequently involves, a synthesis of conflict and functional theory. Conflict theory guide analysis of inter-union
relationship, while functional theory presents the expected consequence of inter-union relation (conflict) on the
organization which is industrial harmony.
METHODOLOGY
The study utilized survey design to investigate the impact of inter-union conflict on industrial harmony. The
independent variable was inter-union conflict, while the dependent variable was industrial harmony. The
population of the study covers the entire staff strength of the University of Calabar Teaching Hospital and Federal
Neuro-Psychiatric Hospital being 2575 (UCTH and NFPHC, 2006).
A sample of 226 subjects was randomly chosen from the two hospitals in proportion to the total staff strength of
each hospital being employees of the hospital in various unions such as MDCAN, ARD, NANNM, NMA,
MHWUN and SSAUTHRIA. A total number of 226 copies of questionnaire instrument were administered on the
subjects and returned back based on continuous check back and follow-up for a period of three weeks. The
instrument was designed in three parts, namely demographic and structured questions requiring Very Strongly
Agree (VSA), Strongly Agree (SA), Agree (A), Disagree (D), Strongly Disagree (SD), and Very Strongly
Disagree (VSD) in a six points ratio scale. The last section consisted of 2 open ended questions. One hypothesis
was designed to guide the study which states thus in its null form: “There is no significant influence of inter-union
conflict on industrial harmony”. Pearson Product Moment Correlation Coefficient Test was conducted to
determine the validity of the hypothesis. Data gathered from the field survey was manually coded.
TERTIARY HEALTH INSTITUTIONS IN CROSS RIVER STATE
University of Calabar Teaching Hospital (UCTH) and Federal Neuro-Psychiatric Hospital Calabar (FNPHC) are
complex organizations with various industrial unions. The University of Calabar Teaching Hospital was
established in 1979 to provide clinical medical services in the training of medical students of University of
Calabar. The main functions of the teaching hospital include: The development of manpower at undergraduate
and postgraduate levels, teaching and research, as well as patients care.
The Federal Neuro-Psychiatric Hospital, Calabar was first established in 1903 as part of Saint Margaret Hospital
from where UCTH also emerged. In 1907, it was named Mental Hospital and taken over by Federal Hospital in
1995 from when the current name was given FNPHC, its functions include: general mental health, child and
adolescent psychiatric services, management of substance use disorders, training of mental health personnel and
research. Both hospitals are governed by management boards under the supervision of Federal Ministry of Health.
Table 1: Personnel Statistics in UCTH and FNPHC
Hospital
UCTH
FNPHC
Total
Doctors
178
21
199
Nurses
524
94
618
Other clinical staff
638
25
63
Admin staff
845
251
1096
Sources: UCTH and FNPHC Nominal Roll and Annual Reports – 2006
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Total
2185
391
2576
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Table 1 shows the relative staff strength of both UCTH and FNPHC. Doctors are divided into three unions namely
Medical and Dental Consultants Association of Nigeria (MDCAN) for consultants only, Association of Resident
Doctors (ARD) for doctors in residency training to become consultants, and Nigerian medical Association (NMA)
for medical officers who are not training to be consultants. All the medical doctors union or associations unite in
making industrial demands to management and in relating with other unions. National Association of Nigerian
Nurses and Midwives (NANNM) exists for Nurses and Midwives, Medical and Health Workers Union
(MHWUN) exists for all junior employees such as clerical and health assistants, while Senior Staff Association of
University Teaching Hospital, Research and Associated Institutions (SSAUTHRIA) exists for senior staff in
administrative, technical, paramedical and other allied services.
Within a period of five years, the tertiary health institutions experienced many industrial actions especially strikes,
than ever before, within which period all unions embarked on strike. A summary of the industrial actions which
shows a relationship of conflict is presented in Table 2.
Table 2: Strikes in Tertiary Hospital in Cross River State 1999 – 2003
Industrial Union
ARD/NMA/MDCAN
NANNM
SSAUTHRAI
MHWUN
1999
2
-
2000
-
2001
2
1
1
1
2002
1
1
1
1
2003
1
1
1
1
Total Ann. No. of Strikes
2
-
5
4
4
Total Duration
18 months
8 months
9 months
8 months
48 months
15 times
Sources: Data obtained from ARD, NANNM and SSAUTHRIA Records 2004
Table 2 indicates that industrial actions which reveals conflict was prevalent in the two hospitals under study. All
the unions and industrial associations embarked on strike between 1999 and 2003, except in 2000.This shows
relative industrial unrest and conflict in hospital organizations. What is very peculiar and remarkable is that the
two hospitals experienced these strikes at the same time (simultaneously). The question is, what is the impact of
these strikes on the harmonious existence of industrial unions in the hospital and the overall industrial harmony of
the organizations which is necessary in terms of their effectiveness, efficiency and productivity.
ANALYSIS, INTERPRETATION AND DISCUSSION OF FINDINGS
Ho: There is no significant influence of inter-union conflict on industrial harmony.
Hi: There is significant influence of inter-union conflict on industrial harmony.
Pearson Product Moment Correlation was used for the analysis of data in testing the hypothesis. The result is
presented in Table 3. In the analysis, „X‟ represent statement number „1‟, while „Y‟ represents statement number
„2‟ in the instrument as below:
Statement 1: Frequent strikes in the hospitals is an outcome of inter-union conflict.
Statement 2: Inter-union conflict disrupt industrial harmony in the hospital.
Table 3: Pearson Product Moment Correlation Coefficient Matrix of X, Y, Variables for Hypothesis I (n –
226)
Variables
∑X
∑X2
X
Y
∑Y
867
827
∑Y2
3754
3067
∑XY
df
r-cal
r-critical 0.05
3178
224
0.04
.255
Significant level r = 0.05
Decision: The obtained r(0.04) is less than the critical value (.255), the null hypothesis (Ho) was rejected while
alternative hypothesis (Hi) was invoked. Thus, “there is significant influence of inter-union conflict on industrial
harmony”.
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International Journal of Humanities and Social Science
Vol. 2 No. 5; March 2012
The study revealed significant influence of inter-union conflict on industrial harmony. For the five years period
under study (1999 – 2003), ARD embarked on strike six times giving a total of 18 months strike period; NANNM
embarked on strike 3 times giving a total of 8 months strike period, SSAUTHRIA embarked on strike 3 times
giving a total of 9 months strike period and MHWA/NASU embarked on strike 3 times giving a total of 8 months
strike period. These strikes were national in outlook and evidenced inter-union conflict as revealed by the result of
hypothesis test. Findings from open ended question in the instrument indicates that conflict between and among
union arose as a result of disparity in salary and allowances such as call duty to Doctors without similar allowance
to administrative and technical staff under SSAUTHRAI and MHWA (payment of different salary scale to
different categories of workers such as Harmonized Tertiary Institutions Salary Structure (HATISS) to
SSAUTHRAI which was lower than Harmonized Public Service Salary Scale (HAPSS) paid to ARD, MDCAN
and MMA. Salary disparity coupled with failure to pay non-medical workers hazard and inducement widen the
gap between members of the unions, causing perpetual disaffection, distrust and withdrawal and lukewarm
attitude to one another and the hospital organization at large, resulting in industrial disharmony. The finding of the
study was confirmed in view of the fact that the strikes by paramedical and non-medical unions (NANNM,
SSAUTHRAI and MHWU) were always a reaction by the unions to favourable working conditions given to
members of medical unions (ARD, MDCAN and NMA) without correspondent treatment to them.
The finding of the study indicates lack of industrial harmony in tertiary hospital organizations which according to
Sayles and Strauss (1981) require relative equilibrium where interpersonal and groups relationships are cordial
and productive. The degree of strikes was alarming and reflects a state of organizational instability. Functionally,
lack of industrial harmony is seen as a consequence of persistent strikes in the hospitals.
CONCLUSION AND RECOMMENDATION
The University of Calabar Teaching Hospital and the Federal Neuro-Psychiatric Hospital Calabar are complex
organizations with various industrial unions operating side by side and competing for relevance and control of
decision as well as resources of the organizations. As a result of the multi-union nature of the tertiary hospital
organizations, conflict is inherent as each union strives to survive and outdo the other. The finding of the study
reveals significant influence of inter-union conflict on industrial harmony as occasioned by frequent strikes. The
study recommends that a conducive working environment should be created for all employees to feel relevant to
the healthcare system. Government should reconsider and review the existing salary structure and scale with the
aim of harmonizing all the scale to remove any form of disparity that may give rise to inter-union conflict. It is
also hoped that review of enabling law of the hospital will give all stakeholders equal right of place in decision
making and will reduce possible areas of conflict to foster industrial harmony.
REFERENCES
Bassey, A. (2004) “The Effect of Line and Staff Relation on Industrial Harmony and Productivity of Tertiary Health
Institutions in Cross River State” Unpublished M.Sc. Thesis, Calabar: Department of Sociology, University of
Calabar.
Byars, L and Rue, L (1979) Personnel Management: Concept and Applications. Philadelphia: W. B. Saunders
Dahrendorf, R. (1959) Class and Class Conflict in Industrial Society, Stanfield: Stanfield University Press.
Donnelly, J., Gibson, J. and Ivancevich J. (1984) Fundamentals of Management. Texas: Business Publications Inc.
Eboh, E. (1988) Public Sector Management, Uturu: Abia State University Publication
Eno, V. (1996) Public Personnel Management, Unpublished Monograph, Uyo: University of Uyo.
Hodson, R. & Sullivan, T. (2001) The Social Organization of Work, Ontario: Wadsworth Thompson Learning.
Hanson, J. (1972) Economics, London: Macdonald and Evans Limited
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Merton, R. (1968) Social Theory and Social Structure, New York: Free Press
Marx, K. (1970) A Contribution to the Critique of Political Economy, New York: International Publishers.
Sayles, L. and Straus, G. (1981) Managing Human Resources, New Jersey: Prentice Hall Inc.
OFFICIAL PUBLICATION
Federal Neuro-Psychiatric Hospital Calabar Nominal Roll and Estimate (1999 – 2006)
Unions Files University of Calabar Teaching Hospital and Federal Neuro-Psychiatric Hospital (2005)
University of Calabar Teaching Hospital Nominal Roll and Estimate (1999 – 2006)
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